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Daily tips, tools and blog posts for leaders and their teams. Daily posts since January 2014. The Teams365 blog is brought to you by Jennifer Britton, founder of Potentials Realized, and author of Effective Group Coaching and From One to Many: Best Practices for Team and Group Coaching.

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#teams365 #3083 Brain Tip – Emotional Contagion

6/14/2022

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As we continue our journey with Chapter 17 of Reconnecting Workspaces, I wanted to draw our attention to an important scientific element known as Emotional Contagion. Even in the remote and hybrid spaces, we can be heavily influenced by those around us.
Here’s what I share in Reconnecting Workspaces:
Chapter 17 - Brain tip: EMOTIONAL CONTAGION
There’s a saying that “one bad apple spoils the bunch.” Emotional contagion is a term which
has evolved to describe the impact of emotions on others. It’s been well researched, including by Schachter (1959), Cacioppo and Petty (1987), and Levy and Nail (1993).245

The significance for virtual teams is that emotional contagion spreads across a Zoom room, just as it may in person. Given that our touchpoints are more magnified, the impact of a negative or positive affect may have an even greater impact.

In her article, “Faster than a Speeding Text: ‘Emotional Contagion’ at Work,”246 Sigal Barsade cites her research around emotional contagion in the group context in a study entitled, “The Ripple Effect:Emotional Contagion and Its Influence on Group Behavior.”247

The study found that “the positive emotional contagion group members experienced improved
cooperation, decreased conflict, and increased perceived task performance.”

Barsade writes, “In fact, executives can use their knowledge of the impact of mood contagion to
create more positive team dynamics, increase performance, and decrease turnover by consciously managing their own emotions and the emotions they want to spread.”

Given that the communication and culture of virtual teams can be magnified due to the lack of
ongoing touchpoints, leaders and team members can benefit from becoming more sensitive to the tone and emotion behind their communications and how this can be construed.” – Excerpt, Reconnecting Workspaces, Chapter 17, © Jennifer Britton, 2021
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
 
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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#teams365 #3043 Brain tip: PEA/NEA—OPENING THE SPACE FOR POSSIBILITIES

5/3/2022

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​This chapter’s brain tip explores how to expand the space for possibilities. Moving into a mindset of hope and possibility is key to thriving in a disrupted environment.

For many years, Richard Boyatzis has explored the impact of coaching on the brain. In his work he has isolated the impact of certain questions to what is known of the Positive Emotional Attractor network (PEA).
Asking questions like “What’s possible?” and “What if you won 50 million dollars?” activates the PEA.

When the Positive Emotional Attractor network is activated, so is the parasympathetic network,
which is the part of the brain responsible for compassion, flow, and thriving.

In contrast, questions that start with Why tend to activate the Negative Emotional Attractor network, or literally “close the mind.”

What changes do you want to make to your questions with the PEA/NEA in mind?

Enjoy your conversations,
Jennifer
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
 
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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#Teams 365 #3022 Brain tip: AMYGDALA HIJACK

4/12/2022

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One of my favorite parts about writing Reconnecting Workspaces was including the Brain Tips, which are grounded in some of the evolutionary research coming from the field of neuroscience.

These past few weeks we’ve been exploring the topic of conflict, and so I thought it would be appropriate to explore Chapter 14’s Brain Tip on the Amygdala Hijack. I’m curious, when did you last experience an amygdala hijack? Here’s what I wrote in Reconnecting Workspaces,

“There is a whole brain science behind conflict, and to take us into this arena, let’s look at the concept of the Amygdala Hijack. When we get angry or triggered (as we might in a conflict situation), we experience emotional flooding. This cocktail of neurotransmitters floods our bodies, literally sending our higher brain processes “offline for a short while.” Our Amygdala kicks in, encouraging us to fight, flee, or freeze. 

Even educators have explored what is possible to support children who get triggered. Here are the results of an interesting project which has incorporated puppets to help children understand what happens when they get triggered. 

Puppets are used to help children understand that the “prefrontal cortex—the part of the brain responsible for thinking and executive function—goes offline when kids get angry and their amygdala—the part of the brain responsible for responding to threats and danger—takes over and begins making decisions for them.”

Understanding this helps us do better with self-regulation and getting our emotions in check. Rather than trying to “push through,” it can help people understand what they may need in order to regain their center, which may mean going for a walk or engaging in some mindfulness practices. “

End of Excerpt from Reconnecting Workspaces. Pick up a copy of the book at Amazon.

Enjoy the reflection!
Jennifer
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
 
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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Teams365 #2983 - Brain Tip: Mental Models

3/1/2022

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We learn by building onto what we know already. The key to learning in a volatile context is ensuring that we are activating mental models.

Senge describes mental models as “deeply held internal images of how the world works, images that limit us to familiar ways of thinking and acting. Very often we are not consciously aware of our mental models or the effects they have on our behavior.”

In the team context, shared mental models are useful in creating common ground and shared understanding. We can create shared mental models through experience and practice. For example, if a team is struggling with difficult conversations, you may introduce a model such as Kerry Patterson’s Crucial Conversations, or Kim Scott’s Radical Candor.

The underbelly of mental models is that they provide us with bias and are grounded in possible assumptions, which, if unexplored, may create bias in how we operate and interface with others.

Creating shared mental models within the virtual teams helps people align their approaches consistently. In an environment of the team, this is critical for consistency, especially as people may be part of one or more matrix teams.
For example, Kim Scott’s Radical Candor encourages feedback from a place where you Care Personally and Challenge Directly. Without this type of feedback, you will find yourself providing feedback from a place of Obnoxious Aggression (which might sound like being an A-hole), Ruinous Empathy (which is too kind, stepping over the feedback), or perhaps Manipulative Insincerity (making yourself look good at the expense of others).

Keeping things simple as a virtual team is critical. Part of this is priming people for experiences and creating shared mental models. When we have shared mental models, we have a shared approach, which allows us to create together and move forward together.

 Enjoy the conversation,
Jennifer
​
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
 
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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Teams365 #2962 - Reconnecting Workspaces Brain Tip: Priming

2/8/2022

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Over the last few weeks we have been exploring chapter 11 of Reconnecting Workspaces: Pathways to Thrive in the Virtual, Remote and Hybrid Space.

Learning, and learning quickly, is an important part of success in the virtual, remote and hybrid space. In order to help people learn, it’s important that we set them up for success, linking us to a psychological concept called priming.

Here’s what I wrote in Reconnecting Workspaces,
Priming is a psychological term which is used to describe the ability to set people up for success.
 
Given the importance of this in talent management and onboarding, consider how you can:
 
• Shape expectations early on; co-create ways of working
• Model behavior
• Ask questions to let people “percolate” on things
• Create an environment of trust
 
As Judith Glaser writes, “Priming causes us to think in a different way and changes our mind about how we will approach a task.” She continues, “Priming helps us set the stage to achieve great results with others.”
​
(Excerpt from Reconnecting Workspaces, © Jennifer Britton, pp 165, 2021).
 
Practically, what do you want to do to prime others for a great experience in the virtual, remote and hybrid space?

Enjoy the conversation, 
Jennifer

Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
 
​Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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Teams365 #2907 - Brain Tip: Mirror Neurons, Virtual Handshakes, and Bonding

12/15/2021

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​Pre-pandemic, many assumed that virtual relationships could never be as strong or powerful as
in-person relationships. In recent years there have been many studies which have debunked these myths. Consider the work around mirror neurons which posits that, just like a mirror, we are influenced by those around us. The notion of mirror neurons indicates that our brain will “fire” in ways that are similar to those we are in dialogue around. My brain will mimic the things that I am surrounded with. So, if everyone is up, I’ll be up. If everyone is low, I’ll be low. With this in mind, what is the environment you want to create for your groups?
 
For those who have wondered if people can’t build as strong relationships in the virtual space, a 2013 study found that bonding does happen and can “reach levels present in face-to-face communication,” even if it takes longer.
 
Third, consider how you create digital conditions similar to in-person gestures. A 2014 Harvard
study found that “handshaking promotes cooperative deal-making.” High fives are an important part of signaling encouragement. Consider how heart and celebration emojis have been used on Zoom calls you have been part of, as well as gestures like “love bombs” or “two thumbs up.” 

Best,
Jennifer
 
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
https://www.ted.com/talks/jennifer_britton_virtual_remote_and_hybrid_checklist_aug_2021
 
​Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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Teams365 #2885 - Brain tip

11/23/2021

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In the field of neuroscience it’s often said that when things are repeatedly done, new habits are formed. You may have also heard Hebb’s Law, which states, “Things that wire together, fire together.” When we undertake an action, we create new neural pathways in the brain. Each time we do this, we create another groove in that pathway.
 
As one of my cognitive psychology professors shared years ago, habit formation is like a track in the brain. Each time we do something the track in our brain gets more and more pronounced. As we repeat it, that connection becomes stronger and stronger. This is a plus for both positive and negative pathways. As I wrote in Coaching Business Builder, “Habits are things that we do consistently and often subconsciously. Habits become automatic ways of doing things, often without much thought. Habits can be in service to our work, and also can get in the way of our success.”
 
In the virtual and remote space, habits are an important part of getting things done. As we develop habits, we create more “room” for getting things done because the decision-making part of our brain doesn’t have to work so hard.
 
Habits require three things to create new neural pathways: attention, focus, and reinforcement. What can you do to create new pathways? What are the things you want to reinforce? What can you do to create new patterns and habits around that?


​Enjoy your reflection!
Jennifer
 
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
https://www.ted.com/talks/jennifer_britton_virtual_remote_and_hybrid_checklist_aug_2021
 
​Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon
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Teams365 #2843 - Brain Tip: The Social Brain

10/12/2021

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Social Learning Theory was conceptualized many years ago from Arthur Bandura. Since that time there has been a lot of science and research to underpin why social learning is important. Here’s what I share in Chapter 7’s Brain tip of “The Social Brain”. Let’s take a look at what I shared in Reconnecting Workspaces. https://www.amazon.com/Reconnecting-Workspaces-Pathways-Thrive-Virtual/dp/0993791557
​
“Connection is a critical part of thriving in any workspace. Matthew Lieberman explores this topic in Social: Why Our Brains Are Wired to Connect. In addition to having systems and being able to work asychronously, there is value in a social network and connection.

Back in the 1970s, Arthur Bandura created Social Learning Theory, grounded in four main areas:

• Observation (environmental)—observing and learning from the context in which we operate.
• Retention (cognitive)—how do I remember this?
• Reproduction (cognitive)—how do I reproduce this? Use this?
• Motivation (both cognitive and environmental)—noticing what is motivational and what is not

In order for learning to occur, we need to create opportunities for learning on all four layers. What are you doing in your organization to focus on these four areas?”

End of Excerpt: Reconnecting Workspaces, © 2021 Jennifer Britton

Consider these four areas – observation, retention, reproduction and motivation. What’s important about this for you?

Enjoy your reflection!
Jennifer
 
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
https://www.ted.com/talks/jennifer_britton_virtual_remote_and_hybrid_checklist_aug_2021
 
​​Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new books, Reconnecting Workspaces and  90-Day Guide for Success: Pathways to Thrive in the Virtual, Remote, and Hybrid World at Amazon.       
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Teams365 #2801 - Brain Tip- Growth Mindset and Amygdala Hijack

8/31/2021

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The chapter five brain tip takes us into the realm of mindset. BRAIN TIP: GROWTH MINDSET AND AMYGDALA HIJACK

The work of Carol Dweck has gained attention in recent years. Her research shows that there are behaviors which shift leadership and teamwork “above and below the waterline” (reference the Iceberg). We are naturally hardwired for the amygdala hijack, where we want to either flee, fight, or freeze when facing a threat. Threats in the virtual space can be activated by not feeling sure, as well as by feeling that people are threatening you or your ideas. When trust levels are higher, an oppositional comment may not be perceived as a threat. Building trust and safety helps to minimize the impact of the amygdala hijack.

(Excerpt: Reconnecting Workspaces: Jennifer Britton, 2021)

Enjoy your reflection!
Jennifer
 
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326

​Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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Teams365 #2787 - Brain tip on Synchrony

8/17/2021

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This week’s Brain Tip focuses on the brain tip from Chapter 4 of Reconnecting Workspaces (page 87). Here’s what I wrote on the topic of SYNCHRONY.

As we have explored in this chapter, teams are made up of a collection of individuals. Key to creating a team is helping the team get aligned, as well as synchronized. There is a scientific concept called Synchrony.
​
Have you seen the Synchrony videos on YouTube, bringing to life the concept of how we synchronize with others?
​
As Blount and Leroy write, “The synchrony preference captures the degree to which a person tracks the pace of other people’s behavior and is willing to adapt his or her own behavior to match it, in terms of both speeding up and slowing down.”

Our ability to adjust our dials up and down is significant in a team context. Just like being a part of an orchestra, we need to be able to amplify certain facets of ourselves when working with some, and mute the same items when working with others. In a remote team, our ability to read others and get feedback is core to success. Synchrony and emotional intelligence go hand in hand as our social awareness skills and self-awareness play a key part of the feedback loop for adjusting.” (Copyright 2021, Jennifer Britton, Reconnecting Workspaces)

Enjoy the conversation!
Jennifer
 
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326

Check out my TEDx talk at https://www.ted.com/talks/jennifer_britton_virtual_remote_and_hybrid_checklist_aug_2021
​
​Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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    Author


    Jennifer Britton - Known for her writing and work in the areas of remote and virtual teamwork, leadership, team and group coaching, Jenn is the founder of Potentials Realized, and a former team leader with global organizations including the UN. She is passionate about helping teams and organizations to do their best work. Potentials Realized is a performance improvement company providing training, coaching and facilitation services. We specialize in support to virtual teams, remote work, and virtual facilitation, in addition to our award-winning coaching  and program design services.

    Visit our on-demand courses for team leaders and team members here.

    All blog posts are Copyright 2014-2022.  Jennifer Britton, All Rights Reserved.


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